本研究希望了解高績效工作系統對信任、組織承諾及責任感之影響，以及信任、組織承諾及責任感對組織公民行為之影響，並希望進一步探討高績效工作系統是否能經由信任、組織承諾及責任感，進而影響組織公民行為。

　　本研究是以台灣企業之員工為主要研究對象，並以天下雜誌2004年台灣一千大企業調查資料為郵寄對象。問卷共分為A、B二卷，A卷是請目標員工的同事填寫目標員工的組織公民行為，B卷則是由目標員工填寫本研究其他變數的問項。本研究共寄出900組問卷，最後回收有效問卷148組(配對的A、B卷皆收回才算一組有效問卷)，有效樣本回收率為16.44％。本研究是透過因素分析、相關分析及迴歸分析來探討各變數間的關係。經由實證分析，本研究之結果如下：
一、組織實施高績效工作系統的程度增加後，員工對組織的信任、對組織的情感性承諾與規範性承諾、以及對工作成果的責任感都會隨之增加。
二、如果員工對組織的信任、對組織的情感性承諾與規範性承諾、以及對工作成
果的責任感增加後，員工會展現出較高程度的組織公民行為。
三、「信任」、「組織承諾」及「責任感」在高績效工作系統與某些組織公民行為之間，的確具有部分中介或完全中介的效果。

　　本研究主要的貢獻分述如下。首先，本研究是少數探討高績效工作系統是否能經由中介變數，進而去影響組織公民行為之實證研究，由此能讓後續學者更了解人力資源管理措施與組織公民行為之間的關係。此外，本研究採用了一個在組織行為中很早就出現，但卻很少被提及的變數─「責任感」，並探討它在人力資源管理措施與組織公民行為中所扮演的角色。透過實證分析後，本研究可以更了解責任感對於其他變數之關係，以作為後續研究之發展基礎。

　This research is designed to better understand how High Performance Work System(HPWS) influences employees’ trust in organization, organizational commitment and responsibility. Meanwhile, this study also wants to investigate the impact of employees’ trust in organization, organizational commitment and responsibility on organizational citizenship behavior (OCB). Moreover, this study tries to examine if employees’ trust in organization, organizational commitment and responsibility mediate the positive relationship between HPWS and OCB.

　In this research, two versions of questionnaires were used: a target-employee version and the peer version. The target employee was asked the perceived HPWS, trust in organization, organizational commitment, and responsibility. The peer of the target employee was asked the target employee’s OCB. We sent 900 questionnaires to 1000 companies listed in Common Wealth survey of Taiwan 2004. 148 matched questionnaires are usable and the return rate is 16.44%. After the works of recording and transforming survey data, we proceed statistical analysis, including correlation, factor, and regression analysis.

　Our findings can be summarized as follows. First, the higher degree for firms to adopt HPWS, the more likely the employees would increase their trust in organization, organizational commitment and responsibility. Second, if employees increase their trust in organization, organizational commitment and responsibility, they are more likely to exhibit OCB. Third, employees’ trust in organization, organizational commitment and responsibility could fully or partially mediate the positive relationship between HPWS and some specific OCB.

　The research’s most contribution is that it is the first empirical research to test the mediate effect between HPWS and OCB. Furthermore, this research investigates the variable “responsibility” deeply, which is seldom discussed in past research but is important in OB field.

一、 中文部分
1. 林淑姬 (1992) 薪酬公平、程序公平與組織承諾、組織公民行為關係之研究，國立政治大學企業管理研究所博士論文。
2. 徐楊順 (2000) 知識分享意願.組織公平與信任關係之研究，朝陽科技大學企業管理研究所碩士論文。

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